How to handle workplace relationships when cross-departmental communication is hindered?

The questioner is absolutely amazing!

I'm so excited to give you my support and praise, even though I know there's still a lot for me to learn in this area.

Your writing is timeless! It's clear to me that you have the right pace to deal with the difficulties in the workplace. And you have a foundation in learning psychology, which means you'll overcome your difficulties and get better and better!

You have a bright future ahead of you! You are a person who has confidence in yourself.

"Why not be the one to take the emotional garbage from my colleagues?"

I can feel that the questioner just wants to gain basic respect in the workplace and expects everyone they meet to respect workplace etiquette, do their jobs, and not pick fights.

But things are not always as good as we want them to be — so let's make them better!

Responsibility is so important! It's crucial to know when and where to use it. And remember, listening is key! Don't get caught up in the parts of someone's logic that might not make sense.

Keep treating people with sincerity, and you'll always shine like gold! The business side will recognize you for sure. Speak with your professional abilities!

The great thing about looking back is that it gives you the confidence to face similar situations in the future with a clear mind.

I remember that before Ms. Tu Youyou won the Nobel Prize, she experienced countless experimental failures. But she didn't give up! She kept going and eventually found a way to overcome the difficulties.

Save this question! When you feel pain and despair, take it out and see your own efforts, your own energy, and your own perseverance. You never lack the ability to stand up from difficulties—you can do it!

It's so important to work together with other departments when handing over work. Unfortunately, this time it felt like there was a lack of communication and things weren't made clear. It's also tricky when you have to act according to the other party's mood, and you don't want to pursue anything further.

And you still feel like you haven't been treated with respect, which makes you feel really uncomfortable. You're already pretty upset that the other person hasn't done a great job of handing things over, and at the same time, things still haven't been resolved in a better way. The lack of clarity in the logic might also cost a lot of time.

Let's talk about how to handle workplace relationships when cross-departmental communication is blocked.

The handover between the original department staff could have been more comprehensive and smoother.

It's so unfortunate that they shirked their responsibilities and refused to pursue the matter.

➗➗➗➗ Pass the buck

Let's follow up together!

This handover incident also shows that things in the workplace can be pretty unpredictable. It's like a pile of bubbles that might pop at the first little hiccup.

It would be really great if we could all work together more closely and help each other out more often!

It's okay to feel the way you do. It's totally normal to have these kinds of feelings.

⛲⛲⛲⛲ And don't forget, you can also try to convince others with reason. You've got this!

Everything that happens has a pattern, even if it doesn't seem that way at first. It's okay to try to convince people with reason, but there may still be other conflicts and contradictions. So don't blame yourself, and don't think that you can still do better. What's done is done, and that's okay!

You can also truly realize from this that many things are actually subconscious decisions made within a second. It's so easy to see that the other person's unprofessional attitude of shirking responsibility is unreasonable. It's also so understandable that such an attitude will sooner or later make them blame themselves. And it's not your fault!

It's also good to remember that not everyone is going to be your friend at work. Some people just don't know how to handle difficult situations, and they'll react in ways that are hurtful or unkind. Try to stay calm and rational, and if you need to, find someone you can talk to when you're alone. You can also talk to a psychotherapist if you feel like it.

You're also learning to accept your emotions, which is great! It's okay to realize that many things are not within your control. Try to keep an open mind and not be troubled by the things in front of you. Everything will work out in the end, and we still have to wade through it.

You've already grown so much, and you don't need to be so hard on yourself. The workplace can teach us so much, and I truly believe we can all achieve what we want in the workplace. This will help us to keep getting better and survive. Let's cheer together!

ZQ?

Dear question asker, My name is Kimu the Little Angel, and I hope you find my answer helpful.

I commend the questioner for their reflective analysis.

After reviewing the questioner's description and analysis, I would like to commend the questioner for their self-reflection and ability to summarize their insights. It is commendable to "reflect on oneself three times a day," as this practice is essential for personal growth and development. By continuously reflecting on oneself and striving for self-improvement, individuals can make significant progress.

An analysis of the questioner's coping behavior

In the morning, I transferred the project to the original department staff that has been taken over by our department. I accepted the incomplete handover from the other party. When I asked a follow-up question, I was confused by the other party's illogical work attitude and their obvious attitude of shirking responsibility. I decided to let it go to avoid trouble. However, afterwards, I felt uncomfortable, disrespected, aggrieved, and worried that the problem would not be resolved and that communication and handovers would continue to go wrong.

In this section, the questioner has handled the situation in a professional and appropriate manner. They have focused on the matter at hand, avoided exacerbating conflicts, maintained a peaceful approach, and taken a step back. These actions align with workplace etiquette and demonstrate effective communication skills. While the situation may have resulted in some negative emotions, the questioner has not done anything wrong.

The questioner's reflective analysis is excellent.

The questioner's three-point reflective analysis is excellent, objective, and comprehensive. It is the direction in which the questioner can work in the future. I congratulate the questioner on this excellent summary, which is more likely to be remembered and practiced in the long term. The questioner's insights are very important!

The following advice is provided to the questioner:

1) Revision of character

The questioner's personality is closely related to their past experiences, including their family of origin, school, relatives, and friends. Therefore, it is not something that can be changed overnight. The questioner can combine their own experiences with their current personality to make targeted adjustments and improvements. It is not necessary to completely change; it is sufficient to fine-tune the parts of the personality that the questioner feels need to be changed. Then, little by little, through one thing after another, it will slowly change.

2. Adjustment of response speed

It appears that the OP is prone to either not reacting or reacting too late, which then leads to feelings of self-blame. The OP has the option of modifying this behavior as needed. In comparison to an impatient person, someone who expresses their thoughts promptly and tactfully is more likely to avoid conflict. The key is whether the OP can overcome his subsequent hesitation and remorse.

There are times when a slower response can be beneficial. It can avoid many conflicts and eliminate the need for subsequent apologies. It is not our job to please others, and when we need to stand firm, we should do so reasonably. We should also be able to tolerate other people's shortcomings.

I would like to suggest a few books that I believe would be beneficial for the OP in developing his mindset and character.

I would like to suggest the following books as potential resources: Nonviolent Communication, The Courage to Be Disliked, Accepting Imperfect Self, and Think, Fast and Slow.

Ultimately, I hope the OP can achieve a state of happiness once more. I am confident that Jinmu will provide guidance and support.

I get it. I know you're feeling a lot of things right now: anger, resentment, remorse, worry, etc.

You're upset that your colleagues haven't respected you. You feel wronged and regret having to listen to the other person venting personal emotions at work. You're worried that in the future, the other person will become an obstacle to work progress.

From your post-mortem, it's clear you're a logical thinker with a knack for summarizing. You've not only made sense of the ins and outs of the matter but also of your emotions. You've chosen the right words, which shows you've really dug deep to understand your feelings. What's more, you've also considered the other person's point of view and realized that they're acting this way because of their own emotions.

It's great that you're so thorough when you review things afterwards. I think that's a really valuable skill to have, and it'll stand you in good stead in the long run. People who are consistent in this over time will really stand out in the workplace.

I hope you can keep up the good work, and I'll be cheering you on!

You brought up a good point about how to handle the issue of not being respected. This question is really about how to deal with your current complex emotions. It's a very relevant and important topic. There's often a saying in the workplace, "Focus on the matter, not the person," and we often focus on the matter and prioritize sorting things out. But we also need to further sort out and deal with our emotions properly. Otherwise, this emotion will become a knot that blocks our hearts, affecting not only our body and mind, but also our work efficiency. More importantly, this emotion is also a signal, reminding us that there seems to be something else to do, otherwise there will be hidden dangers.

One thing to watch out for is how responsibilities are divided at work. As you mentioned, you can avoid this colleague in the handover process as much as possible. This is a good idea, but if there are problems or mistakes in the handover process that affect the work later on, how will responsibility be divided? People will say that the handover is complete, the handover list has been signed, and they are not responsible anymore, even though you are still the main person in charge.

So, you can't really avoid this person. The best thing to do is try to eliminate any future problems during the handover phase.

And the first step is to win the other person's understanding and respect. To do that, you have to understand and respect the other person. Here's the strategy:

There are always more solutions than problems. Have faith in your ability to solve problems and your courage to face this head-on. If you don't stand firm now and avoid it, you'll be planting the seeds of future problems and not helping your own growth. There will be many more of these situations in the workplace in the future, so use this one as a chance to practice. Fortunately, the other person is only your peer, so at least it's not as difficult as dealing with a boss.

Instead of getting angry, you should be calm, logical, and firm in defending the right things and positions. Don't accept unreasonable demands from the other side. Being gentle, logical, and firm can be more effective than being angry. It shows inner strength and can also get the other person's attention. It's more likely to win respect.

The other person is angry and acting on purpose, and he knows he's in the wrong. So, he expects you to be in a bad mood too, and that your strong stance and principles, as well as your calm attitude, will surprise him. Especially since you're at the same level in the company and probably around the same age, he'll feel a little ashamed at the difference between his situation and yours, and his heart will soften a little.

If you push back now or try to pressure him with the authority of your position as a leader, he'll just fight back harder and be more determined to hold his ground.

While sticking to your own position and principles, do a good job of reassuring the other party that you understand their difficulties and hardships. You're not in a competitive relationship, but rather like-minded colleagues. If you cooperate now, there will definitely be other opportunities to cooperate in the future. You never know when you might see each other again. Everyone needs to cooperate with each other at some point. You can take the initiative to make gestures and, as long as the system and principles allow, provide small conveniences for his work. People are all made of flesh and blood. If you consider for him, he will also consider for you.

This isn't about making compromises. It's about looking at relationships between people in a longer-term way and with a broader outlook. The idea is to

1. In the workplace, it's not always a case of you versus me. If you want to develop your career, you need to think like a leader. From the bottom up, you need to build a culture of long-term cooperation and look for win-win solutions.

2. If you don't handle the relationship with your successor properly, he won't give you the lowdown on the details and "pitfalls" of a lot of the work, which will set you up for success in the future.

3. It's always better to have one more friend than one more enemy in the workplace. We'll be working more with other departments in the future, so it's good to have allies there. The more the company and department rely on you, the more such interdepartmental matters there will be, and there will definitely be intersections in the future.

On top of that, this is a great chance to practice positive interdepartmental communication.

In a nutshell, we need to approach this with a win-win attitude that benefits us both and fosters mutual understanding. But don't forget the bottom line and company principles, don't break the system, and don't harm the company's interests.

I hope you can work it out with this colleague soon so you can get the handover done successfully as soon as possible. Set up a good communication system and show everyone you're in charge. Best regards!

Good day, inquirer.

After reviewing your self-emotional release, I have determined that you possess a number of admirable qualities. These include emotional awareness, the capacity for rational analysis, and the ability to empathize with others while maintaining a clear distinction between your own emotions and those of others. It is evident that you are capable of discerning which emotions are your own and which belong to others. It is my assessment that the individual who posed the question also possesses these attributes. Any difficulties encountered are likely to be temporary. Given your abilities, I am confident that you will be able to overcome these challenges and succeed in your endeavors.

Indeed, one can posit that all individuals are involved in some form of relationship in the workplace. The presence of individuals inevitably gives rise to the formation of relationships, and it is therefore imperative to navigate these relationships effectively.

In the workplace, interpersonal relationships are of greater consequence than personal abilities. Personal abilities determine the extent to which one can advance, whereas interpersonal relationships determine the extent to which one can succeed and the duration of one's tenure.

In the workplace, professional skills are considered to be hard skills, while interpersonal skills are regarded as soft skills. I recall a notable individual stating that "only 15% of an individual's career success is attributed to their professional skills, while the remaining 85% is contingent upon their interpersonal and social skills."

What, then, are the optimal strategies for professional development in the workplace?

Firstly, it is important to learn to praise others in an appropriate manner and to give them more high praise.

Many individuals tend to be direct in their communication. While this may appear to be an authentic expression of sincerity, it can often be perceived as offensive. It is therefore important to learn to be more humble and to exercise caution in how we communicate.

A moderate compliment, with a degree of hypocrisy, can foster positive affect and a favorable impression of the complimenter.

2. Adhere to principles, but avoid inflexibility.

One should adhere to principles, yet not be excessively constrained by them; otherwise, one may appear inflexible. It is also prudent to be receptive to suggestions from others, but if one is excessively acquiescent, lacking in independent perspectives or the capacity to decline, this is similarly problematic. One should strive to be both gentle and firm.

3. It is advisable to develop the ability to proactively seek out and utilize resources, rather than relying on others to initiate the process.

The supervisor has less time but more information and resources, whereas the subordinate has more time but less information and resources. Communication must adhere to two principles: the individual with scarce resources should take the initiative in communication, and the individual experiencing greater distress should take the initiative in communication.

4. Develop the ability to empathize with the perspectives of others. It is human nature to expect others to align with our own thoughts and behaviors. However, when seeking a favor from a colleague, for instance, it is crucial to recognize that their current workload may limit their ability to assist. Instead of assuming a lack of willingness, it is essential to consider the reality of the situation from their perspective.

5. It is advisable to participate in a greater number of group activities.

In the workplace, apart from communication during working hours, there is seldom any other emotional communication between colleagues.

It is therefore recommended that employees participate in a greater number of group activities in order to enhance their relationships with their colleagues. Such activities as eating, hiking and playing sports facilitate the process of getting to know one's colleagues better, thus improving future working relationships.

The more activities one participates in, the more familiar one becomes with colleagues, and the closer one's relationship with them becomes.

The aforementioned principles can be summarized as follows: